measure what matters: a focus on talent metrics€¦ · candidate experience 85% offer accept rate...
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Measure What Matters: A Focus on Talent Metrics
KATIE JOSEPHSON
Director, Portfolio TalentThrive Capital
Generation-Defining Businesses
Building Talent Benchmarks
28%
36%
36%
Across Growth Stages
54%36%
10%
Geographically Distributed
24%
13%
9%18%
13%
23%
DiverseIndustries
Series D+
Seeds to Series A
Series to B to C
International
NYC
SF
D2C/ecommerce/retail
FinTech
Healthcare/Wellness
Marketplace
Other Tech
Enterprise SaaS
AGENDA
Industry benchmarks
Insights and outcomes
How to build a strategy tailored for you
Next steps
%Gender & Ethnicity by Level & Function
Diversity & Inclusion
72-79+Engagement in
Culture Amp*
Employee NPS
10-18%
Attrition
Company Culture & Health
$10k
Cost Per Hire
80%+Positive
Candidate Experience
85%
Offer Accept Rate
People Team Performance - Recruiting
Time to Fill
3-6 moExecutives
6-10 wksEveryone else
Variable
Hires
Recruiting Scorecard Deep Dive
QUARTERLY HIRING TARGETS
Tech: 4-6
Business: 8-12
Ratios: 3 Recruiters : 1
Sourcer : 1 Coordinator
360 FEEDBACK
Surveys from hiring managers, Talent team, and candidates
CANDIDATE SOURCES
Split among referrals, outbound, inbound, and/or agency
TIME TO FILL
Business / tech, executive / everyone else
CANDIDATE FLOW
Candidates sourced and screened/week, % of onsitesto offers, time in each
recruiting stage
OFFER ACCEPTANCE
By recruiter and by hiring manager
DATA ACCURACY
Greenhouse data!
SPECIAL PROJECTS
Coaching/mentoring, process improvement, new tools implementation
Headcount Planning for Thoughtful Growth
RecruitingTalent Development:
Engagement, Diversity & Inclusion
Talent Development: People Ops
Employee Experience
Team Recruiters Recruiting Coordinators
Recruiting Programs & Ops
HR Business Partners L&D D&I Benefits
AdminAnalytics &
CompensationTools &
Compliance Events Workplace
Team Ratio
1:30 Recruiter:Reqs
(>12 Reqs for Remote Recruiter)
1:3 Coord:Recruiter
1:200 Program Spec:FTEs
1:100 HRBP:FTE
(>50 FTEs for Remote HRBP)
1:300 L&D:FTE
1:300 D&I:FTE
1:200 Benefits Admin:
FTE
1:250 Analytics:FTE
1:500 Compliance:
FTE
1:300 EE:FTE
1:150 EE:FTE(1 per lease
after 30 FTEs)
Case StudyPeople Team Headcount Across Areas
Partnered with hiring managers on top of funnel sourcing goals01
Data to Drive Hiring Diversity
Check for variance in candidate drop-off rates02
Rooney Rule03
Inclusive onsite interviews04
6 month Management Training program with 10 modules01
Data to Enhance Management Performance
Facilitated by mix of internal leaders & external consultants
02
Bidirectional survey feedback – managers rate program; direct reports give manager feedback
03
Early Stage Company / Startup
• Reqs filled / demand
• Offer accept rate %
• Cost per hire
What Data to Collect (by company stage)
Company Health Recruiting HR / People Ops
Scaling / Growth Stage Company
• Employee NPS • Candidate experience • Survey team for HR service feedback
• ROI calculation on initiatives / tools
• Attrition
• Diversity
Create a simple scorecard with your team including quantitative & qualitative measures.
Scorecard01
Ideas for Next Steps
Clarify ownership beyond Recruiting/People teams – for executives and hiring managers.
Ownership02
Share insights and unique stories with your leadership teams.
Share03
Questions
top related